INDICATORS OF SOCIO-ECONOMIC EFFICIENCY OF PERSONNEL DEVELOPMENT IN THE CONTEXT OF DIGITALIZATION

Abstract

In the context of rapid digital transformation, the issue of assessing the socio-economic efficiency of personnel development is gaining strategic importance. This article proposes a system of indicators that reflects both quantitative and qualitative changes in employee development under digitalization. The study identifies key performance criteria, such as productivity, adaptability, digital skills, and return on training investment, which can serve as tools for evaluating human capital efficiency in modern organizations. The proposed indicator framework allows for a more accurate alignment of HR development strategies with organizational goals in the digital era. The purpose of this article is to develop and substantiate a system of socio-economic indicators that can be used to evaluate the efficiency of personnel development in the conditions of digital transformation. Methodology. The study is based on a combination of theoretical analysis and expert evaluation methods. A review of scientific literature and international reports was conducted to identify existing approaches to performance measurement. The final system of indicators was structured through comparative analysis and validated using expert assessments and relevance criteria. Both quantitative (e.g., digital ROI) and qualitative (e.g., employee adaptability) indicators were included. Results. The article presents a two-level system of indicators for assessing the socio-economic efficiency of personnel development. The indicators are divided into quantitative (productivity, training cost efficiency, retention rates) and qualitative (digital adaptability, innovation capacity, employee satisfaction with digital tools). These indicators reflect not only the economic outcomes of HR development but also the social and behavioral changes in a digital environment. Practical implications. The proposed indicator system can be applied by HR departments, consultants, and policymakers to assess the effectiveness of personnel development programs. It can serve as a foundation for performance monitoring, benchmarking, and strategic decision-making in the sphere of human resource management under digital transformation. Value / Originality. The originality of the article lies in its attempt to integrate traditional socio-economic evaluation methods with digital-specific indicators. The proposed model responds to the urgent need for updated tools of measurement in personnel development, offering a structured and adaptable framework applicable in both public and private sectors.